Sheffield United FC Gender Pay Gap 2017

Transcription

1 Sheffield United FC Gender Pay Gap 2017

2 SHEFFIELD UNITED Sheffield United Football Club is wholly committed to providing equal opportunities and encouragement for all within our industry. The Club adheres to the EFL s Inclusion and Anti- Discrimination Code of Practice which influences every aspect of our work, including engagement with supporters and our approach to our employees.

3 Sheffield United Gender Pay Gap Information Difference between men and women Pay & Bonus Gap GENDER PAY GAP 56.6% 38.3% MEAN MEDIAN GENDER BONUS GAP 70.8% 85.1% MEAN MEDIAN Sheffield United Football Club operates in an industry which has historically employed more men than women. This is inevitable as an employer within the EFL. Our current workforce is 74% males and 26% females. Our Gender Pay Gap mean data is distorted by having a considerable number of highly paid males in the workforce, working in the Men s First Team squad.

4 Sheffield United Gender Pay Gap Information Pay Quartiles Proportion of employees in each pay quartile band PAY QUARTILE MALE FEMALE Lower 58.7% 41.3% Lower Middle 65.3% 34.7% Upper middle 80.0% 20.0% Upper 93.3% 6.7% Our Quartile Analysis shows that the predominance of males in higher paid roles is considerable but perhaps not untypical of the picture in organisations with an historic bias towards male employment.

5 Sheffield United Gender Pay Gap Information Proportion of employees receiving bonuses 10% 70.6% MALE FEMALE Our players and their reward package also influence the Club s Gender Bonus Gap. In 2016/2017, the scheme rewarded the First Team s position in the league on a match by match basis together with additional bonuses for clean sheets, goals and wins where the team scored three-goals or more. The 2016/2017 season saw the Club dominate League One, eventually being promoted as Champions, 14 points ahead of their nearest rival. This led to an unprecedented level of bonuses being paid to the First Team.

6 Sheffield United Gender Pay Gap Information Pay & Bonus Gap (without players) GENDER PAY GAP 23.9% 36% MEAN MEDIAN GENDER BONUS GAP 64.8% -45.8% MEAN MEDIAN The Club s Gender Pay Gap mean has lowered by over 30%, confirming the distortion created by First Team player salaries. The Gender Pay Gap median has also been reduced slightly.

7 Sheffield United Gender Pay Gap Information Pay Quartiles (without players) Proportion of employees in each pay quartile band PAY QUARTILE MALE FEMALE Lower 59.7% 40.3% Lower Middle 62.1% 37.9% Upper middle 74.2% 25.8% Upper 88.1% 11.9%

8 Sheffield United Gender Pay Gap Information Proportion of employees receiving bonuses (without players) 10% 16.0% MALE FEMALE Our Bonus Gap, the mean figure is reduced slightly, showing that some non-playing male employees have received significant financial rewards for performance. However, the median point becomes a figure in favour of females. The median bonus amount for women is actually significantly higher than the median point for men.

9 Sheffield United Gender Pay Gap Information Sheffield United Football Club is confident that we remain an employer which ensures equal pay for equal work. We are also committed to EFL s Inclusion and Anti- Discrimination Code of Practice which influences every aspect of our work including engagement with supporters and our approach to our employees. The recalculated data gives Sheffield United an opportunity to focus on our current practice and future development for women in our workforce. As a Club with Inclusion at the forefront of what we do, we believe that change starts in the Club s wider community. Women who love football, who are dedicated supporters or who currently work in grass roots football are more likely to engage with a Club that demonstrates consistently how important women are to Sheffield United. With this in mind we are working to make sure this is a place where women can see themselves represented in our Club and its values. To this end we will: Be a Club where women see positive and inspiring images of women in football. Ensure that all external content on the Club website and social media reflects a Club where women are welcomed, and their contributions valued Ensure that women and girls can see where they fit in and can be confident and comfortable at all our events. Survey our female season ticket holders as part of our work with the EFL Code of Practice to understand how our female supporters feel about the customer experience we offer them and also how interested they are in working in the football industry.

10 Sheffield United Gender Pay Gap Information Be a Club that offers women better access to career opportunities with us Provide recruitment content which helps women candidates to see themselves in the role wherever we can Ensure that women who are qualified by experience and learning have improved opportunities to compete for roles with our Club Be a Club that values, promotes and listens to its female employees Provide our female employees with access to organisations like Women in Football Create a women s forum at our Club to harness the talent and vision of our female employees Provide professional development opportunities for all our female employees,

11 I confirm that the data published in this report is accurate. Andrew Birks, Chief Operating Officer For more information contact